Senior Level Principal Designer Jobs
Senior level principal designer jobs place experienced designers in charge of product vision, systems thinking, and the cross-functional work that turns strategy into shipped experiences. Openings concentrate in Technology & Software, Consulting & Professional Services, and Retail, with most roles offering remote or hybrid arrangements and employers like CHA Consulting, Collabera, and Fivetran hiring at this level now.
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Showing 5 of 27+ Senior Level Principal Designer jobs
Overview
This is a rare opportunity for a learning experience design leader to help define what great management looks like at Intuit as AI reshapes the manager's job. As a Principal Learning Experience Designer for Leading in the Age of AI and AI Powered Work, you will design the learning experiences that help managers build real AI fluency and confidence alongside leadership expertise, so they can spend less time on administrative work and more time coaching, developing talent, and carrying culture as spans of control grow.
Your work is grounded in a top priority and supports a clear success measure: Managers using agentic AI tools at least monthly for performance, development, and hiring use cases. You will design learning that fits inside a manager's existing rhythm (1:1s, check-ins, goal-setting) instead of adding to an already full plate.
You will partner with multiple workstreams to translate an evolving manager craft skills framework and AI manager toolkit into learning experiences that build both fluency and confidence.
Responsibilities
Manager AI Fluency & Confidence
- Design learning experiences that build manager fluency and confidence with agentic AI tools across the full Manager Job Map: goal-setting, talent development, hiring, strategy, and execution.
- Embed micro-learning directly into the tools and moments managers already use, such as check-in prep, performance snapshots, and 1:1 workflows, rather than building stand-alone courses.
- Translate the updated manager craft skills framework, including AI-enabled and culture-carrier expectations, into learning content specific to the manager population.
AI Manager Toolkit & Enablement
- Design and iterate the AI manager toolkit and supporting enablement, such as onboarding for check-in prep tools, so managers have a clear, low-friction path to using AI day to day.
- Partner with Director+ enablement and Change Enablement & Comms to sequence rollout in a way that accounts for manager change load, so new learning doesn't compete with everything else on a manager's plate.
- Build content that helps managers model AI use for their teams: demoing wins, clarifying guardrails, and pointing employees to approved tools.
Measurement & Manager Effectiveness
- Design learning with measurement built in from the start and the broader manager effectiveness composite (1:1 coverage, check-in completion, feedback quality).
- Partner with the People Manager Measurement workstream to understand where managers are struggling with AI adoption and redesign learning in response.
- Bring a test-and-learn mindset to new formats, piloting with a defined manager segment before scaling enterprise-wide.
Qualifications
Manager AI Fluency & Confidence
- Design learning experiences that build manager fluency and confidence with agentic AI tools across the full Manager Job Map: goal-setting, talent development, hiring, strategy, and execution.
- Embed micro-learning directly into the tools and moments managers already use, such as check-in prep, performance snapshots, and 1:1 workflows, rather than building stand-alone courses.
- Translate the updated manager craft skills framework, including AI-enabled and culture-carrier expectations, into learning content specific to the manager population.
AI Manager Toolkit & Enablement
- Design and iterate the AI manager toolkit and supporting enablement, such as onboarding for check-in prep tools, so managers have a clear, low-friction path to using AI day to day.
- Partner with Director+ enablement and Change Enablement & Comms to sequence rollout in a way that accounts for manager change load, so new learning doesn't compete with everything else on a manager's plate.
- Build content that helps managers model AI use for their teams: demoing wins, clarifying guardrails, and pointing employees to approved tools.
Measurement & Manager Effectiveness
- Design learning with measurement built in from the start and the broader manager effectiveness composite (1:1 coverage, check-in completion, feedback quality).
- Partner with the People Manager Measurement workstream to understand where managers are struggling with AI adoption and redesign learning in response.
- Bring a test-and-learn mindset to new formats, piloting with a defined manager segment before scaling enterprise-wide.
Intuit provides a competitive compensation package with a strong pay for performance rewards approach. This position may be eligible for a cash bonus, equity rewards and benefits, in accordance with our applicable plans and programs (see more about our compensation and benefits at Intuit®: Careers | Benefits). Pay offered is based on factors such as job-related knowledge, skills, experience, and work location. To drive ongoing fair pay for employees, Intuit conducts regular comparisons across categories of ethnicity and gender.
San Diego $184,000 - $249,000
Mountain View, CA $200,000- $270,500
Overview
This is a rare opportunity for a learning experience design leader to help define what great management looks like at Intuit as AI reshapes the manager's job. As a Principal Learning Experience Designer for Leading in the Age of AI and AI Powered Work, you will design the learning experiences that help managers build real AI fluency and confidence alongside leadership expertise, so they can spend less time on administrative work and more time coaching, developing talent, and carrying culture as spans of control grow.
Your work is grounded in a top priority and supports a clear success measure: Managers using agentic AI tools at least monthly for performance, development, and hiring use cases. You will design learning that fits inside a manager's existing rhythm (1:1s, check-ins, goal-setting) instead of adding to an already full plate.
You will partner with multiple workstreams to translate an evolving manager craft skills framework and AI manager toolkit into learning experiences that build both fluency and confidence.
Responsibilities
Manager AI Fluency & Confidence
- Design learning experiences that build manager fluency and confidence with agentic AI tools across the full Manager Job Map: goal-setting, talent development, hiring, strategy, and execution.
- Embed micro-learning directly into the tools and moments managers already use, such as check-in prep, performance snapshots, and 1:1 workflows, rather than building stand-alone courses.
- Translate the updated manager craft skills framework, including AI-enabled and culture-carrier expectations, into learning content specific to the manager population.
AI Manager Toolkit & Enablement
- Design and iterate the AI manager toolkit and supporting enablement, such as onboarding for check-in prep tools, so managers have a clear, low-friction path to using AI day to day.
- Partner with Director+ enablement and Change Enablement & Comms to sequence rollout in a way that accounts for manager change load, so new learning doesn't compete with everything else on a manager's plate.
- Build content that helps managers model AI use for their teams: demoing wins, clarifying guardrails, and pointing employees to approved tools.
Measurement & Manager Effectiveness
- Design learning with measurement built in from the start and the broader manager effectiveness composite (1:1 coverage, check-in completion, feedback quality).
- Partner with the People Manager Measurement workstream to understand where managers are struggling with AI adoption and redesign learning in response.
- Bring a test-and-learn mindset to new formats, piloting with a defined manager segment before scaling enterprise-wide.
Qualifications
Manager AI Fluency & Confidence
- Design learning experiences that build manager fluency and confidence with agentic AI tools across the full Manager Job Map: goal-setting, talent development, hiring, strategy, and execution.
- Embed micro-learning directly into the tools and moments managers already use, such as check-in prep, performance snapshots, and 1:1 workflows, rather than building stand-alone courses.
- Translate the updated manager craft skills framework, including AI-enabled and culture-carrier expectations, into learning content specific to the manager population.
AI Manager Toolkit & Enablement
- Design and iterate the AI manager toolkit and supporting enablement, such as onboarding for check-in prep tools, so managers have a clear, low-friction path to using AI day to day.
- Partner with Director+ enablement and Change Enablement & Comms to sequence rollout in a way that accounts for manager change load, so new learning doesn't compete with everything else on a manager's plate.
- Build content that helps managers model AI use for their teams: demoing wins, clarifying guardrails, and pointing employees to approved tools.
Measurement & Manager Effectiveness
- Design learning with measurement built in from the start and the broader manager effectiveness composite (1:1 coverage, check-in completion, feedback quality).
- Partner with the People Manager Measurement workstream to understand where managers are struggling with AI adoption and redesign learning in response.
- Bring a test-and-learn mindset to new formats, piloting with a defined manager segment before scaling enterprise-wide.
Intuit provides a competitive compensation package with a strong pay for performance rewards approach. This position may be eligible for a cash bonus, equity rewards and benefits, in accordance with our applicable plans and programs (see more about our compensation and benefits at Intuit®: Careers | Benefits). Pay offered is based on factors such as job-related knowledge, skills, experience, and work location. To drive ongoing fair pay for employees, Intuit conducts regular comparisons across categories of ethnicity and gender.
San Diego $184,000 - $249,000
Mountain View, CA $200,000- $270,500
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Senior Level Principal Designer Jobs: Frequently Asked Questions
How do I get a senior level principal designer job?
Employers at this level look for designers who own outcomes, not just deliverables. Demonstrate that you have set design direction across a product or platform, influenced roadmap decisions, and raised the quality bar for a team. A portfolio showing system-level thinking, cross-functional leadership, and measurable product impact will carry more weight than polished visuals alone.
Which companies hire senior level principal designers?
Companies hiring senior level principal designers right now include CHA Consulting, Collabera, and Fivetran, based on current listings on Migrate Mate as of November 2026. Hiring at this level tends to concentrate in organizations with mature design functions where principal designers are expected to shape practice, not just execute projects.
Are there remote senior level principal designer jobs?
Yes, remote and hybrid availability is strong at this level. About 24% of senior level principal designer openings are remote or hybrid as of November 2026, reflecting how many organizations now hire senior design talent regardless of location. On-site roles do exist, particularly at companies building collaborative in-person design cultures.
What makes a principal designer role senior level?
Senior level principal designer roles carry broader scope and deeper ownership than mid-level positions. Expect to define design strategy for entire product areas, establish standards and systems others build on, and actively mentor or technically guide other designers. The work shifts from executing well within a defined brief to shaping what the brief should be in the first place.
Which industries hire the most senior level principal designers?
Senior Level principal designer roles concentrate in Technology & Software, Consulting & Professional Services, and Retail, based on current listings on Migrate Mate as of November 2026. These sectors tend to invest heavily in design at the senior level because complex products and competitive markets require designers who can align experience quality with long-term business direction.